Outsource recruitment

There are many recruitment models – In-house, RPO and Embedded to name a few. How do they differ from each other? Do they all offer something unique? Are any ‘better’ than the others? This blog outlines the reasons for a business choosing to outsource recruitment, the differences and similarities between that recruitment model and others, […]

Pride month

June marks Pride Month worldwide, and Talent Works would like to discuss the importance of this awareness event. What is it? Pride month is celebrated in June to commemorate the The Stonewall riots. These were important protests in the United States that consequently changed gay rights for a lot of people around the world. Why […]

Is your EVP secret to fighting the great resignation?

The Great Resignation means that, above all else, employees are on the move. Tech employees are among many others embracing the trend and leaving their employers searching for better compensation, a new challenge or alternative corporate culture. As a result, knowledge-based sectors like tech are seeing record numbers of jobs advertised, and this is taking […]

Why work at Talent Works?

Talent Works has had an incredible few years, and we’re not shy about admitting it. Surrounding the uncertainty of the pandemic, we managed to come out somehow stronger than ever before. We know that we have our team to thank for that; their hard work and dedication meant that we were able to continue helping […]

Exploring the new approach to workplace benefits

The role of benefits at work has changed significantly. What was once an additional perk to help entice candidates has quickly become necessary to enhance their experience and lifestyle. Fully stocked beer fridges and ping-pong tables have had their day. Once upon a time, the more quirky or fun a benefit was, the more a business stood out in the eyes of candidates. But, the last two years have proven that benefits should be just that, a benefit, not something fun and out there to add to your employer brand communications. Benefits shouldn’t be there to capture attention but rather to enhance the lives of employees significantly.

Can working less and changing company culture really save the planet?

There is also a lot of discussion around consumption and the amount we work; with many suggesting that working less could be the secret to saving the planet. But is this true?
An article published by the financial times, Norwegian research from 2016 suggests at least 60% of all greenhouse gases can be traced back to consumption. They argue that if the developed world worked less, we would earn less and spend less, helping the planet as a result. This supports the argument for a 4-day working week, which has been pushed since the pandemic. Not only would the extra day help employees, wellbeing but it could help save the planet too. In fact, research published recently by the environmental organisation Platform London showed that moving to a four-day, 32-hour working week (with no reduction in pay for workers) would reduce the UK’s carbon footprint by 127 million tonnes per year. It would reduce the amount of commuting, the amount of energy used by offices, reduce the need for office supplies and waste and also could give employees valuable time to live a more environmentally conscious lifestyle. Right now, time is so limited we’re all guilty of cutting corners. To put it into perspective, experts believe that a four-day working week would reduce the UK’s carbon footprint by 21.3%, which is more than the total carbon footprint of Switzerland and would be the same as taking 27 million cars off the road. It would mean UK employees would drive 558 million miles less every week. Crazy right?

More than words: how can you make D&I a genuine part of your 2022 recruitment strategy?

Diversity and inclusion are two words that we hear a lot in the world of recruitment. However, when the market is so competitive, and all businesses are fighting for tech talent, do diversity efforts remain a priority or is it just about filling the roles and business continuity?

In 2020, we all wanted to prioritise diversity and inclusion, but then, no one could have predicted the challenging talent market we now have. Candidates hold a lot of the power and have their choice of employers; diverse candidates like female developers are even more in demand and therefore have even more options at their disposal. When you need to recruit a large number of roles quickly in such a fierce market, your D&I efforts likely fall by the wayside, and hiring managers maintain that this is a promise they will pick up again when things are calmer and attracting talent is easier.

However, the market isn’t slowing down, and more importantly, candidates have come to expect diverse organisations; non-inclusive companies will struggle to attract talent in this new era of work.

So, how can organisations ensure that D&I is a real part of their 2022 recruitment strategy and pave the way for more diverse hires in the future?

Tips for hiring the initial team for a corporate-backed startup

tial team members is one of the most crucial moves that a startup can make; these people come with a lot of influence and power over the future of your business. Therefore, you must get it right. However, you may not have experience recruiting. Entrepreneurs are ideas people, and innovators, so hiring may not be something you’ve thought about or had experience with.

Managing Data Compliance when Working with an RPO provider

In the world of tech recruitment, as we all rely more on technology to manage applications and support the recruitment process, there are large amounts of personal data to contend with. With a rise in digital attraction and the vast majority of job applications now occurring online, recruitment is becoming a data hot spot. As […]